--- name: talent-acquisition description: Talent acquisition, job descriptions, DEI-inclusive language, onboarding --- # Talent Acquisition ## Job Description Writing - Lead with impact: describe how the role contributes to the organization's mission - Use clear, specific language for responsibilities and qualifications - Separate "required" from "preferred" qualifications to avoid deterring qualified candidates - Include salary range and benefits highlights for transparency - Keep descriptions concise (700-1000 words ideal) - Structure with consistent formatting: summary, responsibilities, qualifications, benefits, EEO ## Bias-Free Language - Use gender-neutral pronouns and job titles (e.g., "chairperson" not "chairman") - Avoid coded language that signals age, gender, or cultural bias (e.g., "rockstar," "ninja," "young and energetic") - Replace aggressive language (e.g., "crushing it," "killer instinct") with collaborative alternatives - Focus on skills and competencies rather than cultural fit - Use tools and checklists to audit job postings for biased language - Avoid unnecessary degree requirements that may exclude diverse candidates ## ATS Optimization - Include relevant industry keywords naturally throughout the posting - Use standard job titles that match common search terms - Structure content with clear headers and bullet points - Avoid tables, images, or special characters that ATS cannot parse - Include location, department, and employment type in structured fields - Test postings against common ATS platforms for parseability ## Interview Guides - Develop structured interview questions tied to job competencies - Use behavioral and situational questions consistently across candidates - Create scoring rubrics to reduce subjective evaluation bias - Train interviewers on legal compliance and unconscious bias - Document interview feedback promptly and objectively ## Employer Branding - Showcase company culture, values, and employee stories - Highlight DEI initiatives and employee resource groups - Feature career development and growth opportunities - Maintain consistent messaging across job boards and social media - Respond to employer review sites professionally ## Onboarding Best Practices - Begin pre-boarding before the start date (welcome email, paperwork, equipment setup) - Assign an onboarding buddy or mentor - Create role-specific 30-60-90 day plans with clear milestones - Schedule regular check-ins during the first 90 days - Introduce company culture, values, and norms explicitly - Provide access to all necessary tools, systems, and resources on day one - Gather new hire feedback to continuously improve the onboarding experience --- Source attribution: alexclowe/awesome-claude-cowork-plugins contributors Original project: https://github.com/alexclowe/awesome-claude-cowork-plugins/blob/99f3455d59e5f3ce66cde3b193fac514e28399b8/hr-manager/skills/talent-acquisition/SKILL.md License: MIT License information: https://opensource.org/license/mit Original upstream instructions; downloaded from Mega AI Hub. ## Upstream license notice MIT License Copyright (c) 2026 The AI Career Lab Permission is hereby granted, free of charge, to any person obtaining a copy of this software and associated documentation files (the "Software"), to deal in the Software without restriction, including without limitation the rights to use, copy, modify, merge, publish, distribute, sublicense, and/or sell copies of the Software, and to permit persons to whom the Software is furnished to do so, subject to the following conditions: The above copyright notice and this permission notice shall be included in all copies or substantial portions of the Software. THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM, OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE SOFTWARE. # Mega AI Hub resource metadata Creator / publisher: alexclowe/awesome-claude-cowork-plugins contributors Original project: https://github.com/alexclowe/awesome-claude-cowork-plugins/blob/99f3455d59e5f3ce66cde3b193fac514e28399b8/hr-manager/skills/talent-acquisition/SKILL.md Attribution basis: Original contributor project, not a registry mirror Fields of work: Human Resources Roles: HR Analyst, HR Generalist, Learning & Development, People Operations, Recruiter Specialties: Specialty not specified Tools: Tool not specified Country applicability: Country not specified Classification basis: Source catalog labels Instruction SHA-256: e5cf7624e68c81594e90ae5f47eafc1483ed4b6298f171e5068f903b3e03b42c Metadata reviewed: 2026-10-27 This metadata supersedes earlier Mega AI Hub catalog attribution. Original instruction and supporting files are preserved.